Why the Most Innovative Companies Invest in Neurodiversity

Carsten Lassen, Specialisterne Denmark, March 2025

Companies that embrace neurodiversity gain a competitive edge in innovation

The most successful companies in the world are investing in neurodiversity - not out of charity, but because it creates real business value. According to Gartner, 25% of Fortune 500 companies will actively recruit neurodivergent talent by 2027 to enhance their innovation and performance.

Carsten Lassen, CEO of Specialisterne Denmark, highlights that companies prioritizing neurodiversity not only strengthen their talent pool but also foster a more innovative and productive workforce:

"Neurodiversity is not just an inclusion effort - it is a concrete business strategy that drives innovation, productivity, and increased competitiveness."

Neurodiversity: A Business Advantage, Not Just CSR

For many companies, diversity and inclusion are still primarily associated with ethics and corporate social responsibility. However, neurodiversity provides direct business benefits. The talent pool of neurodivergent individuals holds unique skills that can drive innovation through alternative ways of thinking and problem-solving. Their specialized abilities and capacity for hyperfocus can also significantly boost productivity.

A workplace that actively creates an inclusive environment will not only support neurodivergent employees but also contribute to stronger overall employee retention.

"We often talk about a talent shortage, but the truth is, we are overlooking a significant part of the solution that is right in front of us," says Carsten Lassen, adding: "Neurodivergent employees have abilities that companies should actively learn to tap into."

Leading Companies Are Setting the Standard

Several global companies have already taken neurodiversity seriously and recognize its business value. Microsoft, SAP, and EY have established programs that actively recruit and support neurodivergent employees. Their experiences show that these initiatives not only improve company performance but also create more effective problem-solving processes through the advantages of cognitive diversity.

Among the benefits are higher accuracy and productivity in specialized functions, especially within STEM fields, while an improved corporate culture ensures that inclusion benefits the entire organization.

Additional hidden Benefits of a Neurodiverse Workforce

Companies that embrace neurodiversity gain far more than just social goodwill. They experience increased creativity in problem-solving, as neurodivergent individuals often think differently from their neurotypical colleagues. At the same time, they benefit from deep specialization, where employees immerse themselves in niche areas and deliver expertise at a unique level.

Organizations that establish an inclusive environment also experience higher employee engagement and lower turnover. This leads to a more stable and productive workforce - an advantage that not only benefits individual employees but also strengthens the company’s overall competitiveness.

"When we create inclusive workplaces, everyone wins. The adjustments we make for neurodivergent employees lead to better well-being and higher productivity for the entire team," explains Carsten Lassen.

From Good Intentions to a Concrete Strategy

For companies to fully leverage the potential of neurodiversity, a conscious and targeted effort is required. Recruitment strategies must be rethought, as traditional job interviews rarely showcase neurodivergent candidates' actual abilities. In traditional recruitment, it is remarkable that the focus is often on evaluating candidates based on their performance under pressure rather than assessing how they work when in their optimal flow. This raises the question of whether it would provide a more accurate picture of their abilities and potential if they were assessed in situations where they thrive and perform at their best. Alternative methods, such as task-based assessments and structured interviews, offer a more precise evaluation of candidates' competencies.

But the effort does not stop at hiring. An effective onboarding process is crucial to ensuring that neurodivergent employees thrive and perform optimally. Clear guidelines, visual communication, and flexible work arrangements can make a significant difference. Leadership training and top management support also play a key role, as an inclusive approach requires conscious adjustments in leadership styles.

"Leading a neurodivergent workforce does not require a revolution - it requires evolution," says Carsten Lassen. "Small adjustments in leadership style and recruitment methods can unlock a world of untapped talent. And not just new talent, but also the talent already present in the workplace."

The companies that successfully integrate neurodiversity as a competitive advantage are those that have made a deliberate choice to prioritize it strategically. They have embedded neuroinclusion at the C-level, established a governance model that translates intentions into actions, and created a culture where leaders at all levels understand their role in supporting a more inclusive workforce.

A crucial factor for success is that companies recognize and address the perceived risk among leaders when implementing new approaches to recruitment, onboarding, and leadership. When top management and middle management share responsibility for this transformation, a more sustainable model is created - where neuroinclusion is not just a project but an integrated part of the business. A Strategic Investment in the Future

All change requires an initial investment - in time, resources, and often external facilitation. This includes training leaders in neuroinclusive practices, adapting hiring methods, and developing both the physical and organizational framework of the workplace. However, companies that have taken the step and invested in this development have seen a significant strengthening of their talent base, capacity for innovation, and overall competitiveness.

A Competitive Advantage Begins with the Right Mindset

Up to 15% of the workforce is neurodivergent, yet their potential is often overlooked or misunderstood. Instead of trying to identify neurodivergent employees, companies should focus on creating environments where everyone can perform optimally.

The companies that understand this premise will drive future innovation. Neurodiversity is not just an inclusion effort—it is a strategic necessity.

In conclusion, Carsten Lassen emphasizes the importance of a flexible approach:

"If we truly want to create sustainable and competitive companies, we must acknowledge that 'one size fits nobody.' The future job market demands a flexible approach to talent and leadership."

Let us rethink our approach, challenge outdated hiring methods, and fully unlock the potential of our workforce. This can be a decisive factor in future competitiveness.